Monday, 29 February 2016

It is very interesting to note, organizations are adopting a whole new way of developing, managing, installing and delivering applications. Some have a completely cloud enabled approach where 100% applications are on the cloud i.e. the application itself and the database. Some have a hybrid approach and put only certain applications on the cloud, or even only the database on the cloud the front end application servers on internal infrastructure.

But there is one more strategy which is becoming common place in the way cloud applications are expected to deliver, that is what we call is a semi-cloud approach or hybrid-cloud approach, so what is exactly the semi-cloud approach or hybrid-cloud approach?

Well what happens is the front end of the application, i.e. the user interface, i.e. Website or the Desktop application is on the premises of the customer, but the database which holds the data is on the cloud services, like Azure from Microsoft, AWS from Amazon and the likes, so why people go with this approach ?

This is because there is no need for a dedicated frontend server, the client can utilize an existing front end infrastructure already available, but is able to add mission critical features of mirroring, automated data backup, hot online spare of database, which can be bought from providers of services like Azure, AWS.

HR Chronicle is the hr and payroll solution, which works in a hybrid environment, i.e. you can have the front end sitting on a client machine and the database on the cloud or even vice versa, its so flexible when it comes to deployment the only limitation you would have is the user of resources which is enforced by the cloud service provider you select, which means, the disk space, number of users, data bandwidth, etc.

Tuesday, 2 February 2016

You will find many HR & Payroll Solutions and various other
applications, most of then claim to have great user experience, but have
you ever thought, are these systems built on a sound compliance
architecture, at least a bare minimum standard of compliance, where you
can have an audit trail of all the actions you do within the solution,
if not its time you start thinking about it.

Lets understand the importance of having a proper audit trail

When you add sensitive information into your HR and Payroll solution,
is the information of the user entering the record logged, do you have a
history of the transaction as how many times times a specific
transaction was modified, by which user using which PC, what was the IP
address of the PC. Well if you have not yet thought about this, its
time to start thinking.

What happens if salary compensation entry was wrongly entered and
payroll processed, another instance would be wrong bank account
information recorded and the employee gets less pay, or may be not paid
at all, have you ever wondered how would you find out, who would be
accountable, for the loss of reputation and emotional stress the
employee suffers.

Yes, you guessed it right, the audit trail will come in handy, an
audit trail is a collection of historical records, which will be held in
the system forever, meaning if you changed the bank account information
of an employee 10 times you would see 10 data sets with information on
which user changed it, date and time stamp, the current active data set
on the system, in this way you are sure, no one has unauthorized access
if they do, it will be reflected on the audit trial. It is also handy to
investigate the details, why a particular record was entered wrong, was
the information provided incorrectly in the first place or any other
reason behind it.

HR Chronicle has a very robust audit engine

Well in HR Chronicle even if you breathe in the software it is
recorded, i.e. any activity, from the time you login and the time you
log off is recorded in the application audit engine, you can even
rollback changed from the audit engine, as we call is “Event Manager”,
in the event manager you can see complete audit trail of each and every
transaction based on employee name, action type (i.e. bank account
modification or salary information modification) with the option to even
roll back to a point in time, like a time machine, of sorts, so you
need not enter data manually again, if you find an error. With an
extremely powerful audit engine and compliance reports, you are assured
HR Chronicle will not only surpass audit requirements but exceed them,
we also SAS / SOCS compliant reporting out of the box.

About Me

HR Chronicle is a Powerful HR and Payroll Management Solution. It can run on the cloud at our data centers or on your premises. It is Secure, Reliable, Trust worthy and supported by a strong talented team of professionals who are responsible for successful implementation, training and after sales service and support. It is sure to exceed your expectations in all aspects of managing payroll in your business. HR Chronicle frees up your valuable time so that you can work on your organizations strategies to help your company grow leaps & bounds. It significantly reduces time delays of manual data processing and saves paper by eliminating the need for printed documents. Also the ability to import bulk data from user friendly excel sheets makes it faster to build masters and process transactions.
With a powerful Report Designer at your disposal, you can be assured all your adhoc management reports need not be programmed each time you need some data in a different way. You can simply choose colors, formatting, data presentation style and build those reports straight away without the need to change HR Chronicle.